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Many small employers are looking for simple solutions to help them comply with Québec's Pay Equity legislation. We can help minimize cost, stress and lost time.
The Québec Pay Equity Act requires employers to ensure that their female employees are being paid equally to their male counterparts, for doing work of equal value. The Act requires that each employer do a detailed analysis that is set out in some detail. Good intentions are not, and never have been, an adequate basis to determine whether females are being paid fairly.
In most cases, a Pay Equity Plan and the analysis work must be completed by December 31, 2010. In most cases this includes informing employees of the work and the results, and in some cases creating a committee that oversees the development of the Plan.
The Act includes the possibility of substantial fines if the work is not done and any required adjustments started by the deadline. In reality, fines appear to be applicable when an employer is completely non-cooperative.
It is far from certain that all employers will require adjustments. And there are some options that can be chosen to minimize problems, and good intentions and good management often have resulted in a situation where the Pay Equity Act is satisfied.
The Act also requires periodic maintenance updates by all employers, to maintain equity according to the law.
We recommend that all employers review their situation in the next few months. Time is getting short to comply with the law, and leaving this to the last moment is not the best practice.
The white paper in our Pay Equity section sets out more details about the Act and the recent changes.
If you have questions, please contact us at any time.
Many small employers are looking for simple solutions to help them comply with Québec's Pay Equity legislation. We can help minimize cost, stress and lost time.
The Québec Pay Equity Act requires employers to ensure that their female employees are being paid equally to their male counterparts, for doing work of equal value. The Act requires that each employer do a detailed analysis that is set out in some detail. Good intentions are not, and never have been, an adequate basis to determine whether females are being paid fairly.
In most cases, a Pay Equity Plan and the analysis work must be completed by December 31, 2010. In most cases this includes informing employees of the work and the results, and in some cases creating a committee that oversees the development of the Plan.
The Act includes the possibility of substantial fines if the work is not done and any required adjustments started by the deadline. In reality, fines appear to be applicable when an employer is completely non-cooperative.
It is far from certain that all employers will require adjustments. And there are some options that can be chosen to minimize problems, and good intentions and good management often have resulted in a situation where the Pay Equity Act is satisfied.
The Act also requires periodic maintenance updates by all employers, to maintain equity according to the law.
We recommend that all employers review their situation in the next few months. Time is getting short to comply with the law, and leaving this to the last moment is not the best practice.
The white paper in our Pay Equity section sets out more details about the Act and the recent changes.
If you have questions, please contact us at any time.
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